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| Friendly Midlevel Provider Employers: Five Clues to look for |
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by Marcos A. Vargas, MSHA, PA-C - February 7, 2011
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Let’s face it: we all have our stories about accepting the wrong job. The ones where you interviewed well and felt there was an affinity between you and the would-be employer, and after 3 weeks of employment you’re asking yourself where you went wrong.
Unfortunately, hiring mistakes often times have a –conscious or unconscious-- common thread: poor employer selection on our behalves. As much as we would like to deny it, we often times don’t do our research, nor do we “interview” the employer well; thus, falling for what we want to hear instead of actively dissecting and discerning the information being provided to see if this would be the right fit. Instead, many of us fall prey to most employers’ sly employment offers - especially if you don’t discern between the truth and the deceitfully crafted “sales pitch” that some unscrupulous employers will use on any unsuspecting job hunter.
But there is hope in this imperfect process of matching yourself with the “right” employer. Coupled with a few discerning questions and good employer research techniques, digging these clues up will ease your employer selection. By knowing what to look for & how closely they may match your personal/professional needs, then the better chances you have of avoiding a mistake. Or in other words taking the wrong job.
Luckily, there are some employer clues that may facilitate this screening process. So look out for these deceitful types when weeding out potential employers by asking and ascertaining the answers to these very basic questions:
Clue # 1: Are NP/PA Graduates Accepted / Welcomed?
Clearly not every employer can be considered a mentor. But equally important are those employers or organizations that have had a tradition of hiring or recruiting NP & PA graduates. Often these employers may be willing to “invest” & nurture in the employee’s clinical development post NP/PA school. However, be aware that they may be a few disguised as NP/PA grad supporters when in reality all they are seeking is “cheap labor," so-to-speak.
The bottom line: don’t be lured into a false sense of security with overblown promises. Investigate, investigate and investigate. Assure yourself that they are as NP/PA-friendly as they claim to be by confirming their tradition or a having a well-known history of grooming their NP/PA grads once employed.
Actions or employing history, in most cases, speaks louder than fancy sales pitches. As an interviewer yourself, your best predictor is the employer’s past track record of hiring midlevel providers.
Clue # 2: Does the employer have a good Retention history of their NP/PA Staff?
Nothing says NP/PA-friendly louder than the past history of an organization or an employer than the number of years their midlevel staff have been employed. Sadly enough, very few employers hold that distinction.
Again, beware of those employment ads that you see periodically from the same employer. This may be a sign of low employer-employee connectivity - a sign of high turnover of their mid-levels in most cases. One of the most common red flags is when an employer has a low NP/PA retention past history in the community.
Clue # 3: Are they truly a NP/PA Supportive Employer?
Do they live by what they preach? In many cases the details are in the “fine print,” as is the employer’s support for the NP/PA in his actions to demonstrate his appreciative support. NP/PA-friendly employers don’t fail to recognize the intangible values that their midlevel staff brings to the table. For that very same reason, they accept their responsibility in cementing their working relationship by proactively enhancing it. For example, the ancillary staff is educated and treats the NP/PA as a highly qualified medical professional. Also, the NP/PA(s) may be provided with generous CME allowances, generous time off allowances or productivity bonuses, etc.
The NP/PA(s) are allowed and encouraged to participate in their own professional development activities (e.g. observance of national NP/PA day, and/or State chapter committees, etc.). Or in some other cases the supervising physician(s) may entrust the NP/PA to exert his/her leadership abilities in resolving practice issues with the same confidence as it was one of the partnering physicians of the group practice. Again, the evidence supports the sales pitch, but you most corroborate.
Clue # 4: Is Employer’s work-balance expectation reasonable?
In our working lives, we all seek & try to maintain a balance between our personal & professional lives. Sometimes easier said than done, particularly in these days of decreased reimbursements, where many of us have been made to justify our livelihoods by seeing more patients or working longer hours.
Or even both, as we have heard from many of our colleagues employed in different working arrangements. Unfortunately, these types of employment situations are not only stressful and tiring, but very unproductive to the relationship. Such unbalanced job situations usually lead to early burning out, not to mention an underlying degree of resentment due to constantly feeling overburdened by an “inconsiderate” employer.
One prime example would be a situation where the individual would have to stay after hours or come in on their day off to complete the medical records time after time. In brief, if you feel your personal time is not respected nor given much consideration by a would-be employer during the interview, then this may not be the NP/PA-friendly employer you have been looking for.
Clue # 5: What is Employer’s Community Reputation / Role?
Ethical and highly involved physicians, employing physician groups or Healthcare organizations in their community affairs are usually good indicators of the potential of working for them. Conversely, if they are poorly regarded by their counterparts or their community profile involvement is nil, then they may not be the “right fit” for you.
Once again, if they are only concerned with their bottom lines (revenues) and not much else, chances are this may not turn out to be a NP/PA-friendly working environment. Unfortunately, these types of employment situations are all too real and out there. Typical examples of these are when larger groups of physicians or specialists have been disbanded to form smaller groups or corporations. Often in these employment situations NPs & PAs can find themselves devalued and demeaned if they don’t conform to the “corporate expectations”. In these practices, it is not about the patient nor the provider, It’s about the assembly line mentality and ultimately “the mighty dollar”.
Remember these key clues during your job-hunting activities and you will be on your way to avoiding taking the wrong position. After all, isn’t your goal to be hired by a mid-level friendly NP/PA employer?
Marcos A. Vargas, MSHA, PA-C is a Boston born and Puerto Rican bred individual who has an extensive healthcare industry background, both industry-related as a Pharmacy Technician during his undergraduate years, and industry-specific as a dually N.C.C.P.A. certified Physician Assistant in Surgery and Primary care after graduating from the University of Alabama—Birmingham Physician/Surgeon’s Assistant Program. He has held clinical positions in Cardiothoracic, General Surgery, & Emergency Medicine over the past twenty years. He holds a Master’s in Science Administration from Central Michigan University and a Healthcare Risk Management graduate certificate. He has been retained and consulted regularly by both plaintiff & defense law firms over the past 14 years. During this time, he has served as both a consulting medical reviewer and a PA expert. Marcos has lectured on Clinical Risk Management (PA) issues throughout the years to various Michigan-based PA Training Programs. He has done the same for lay audiences, covering a wide range of “Wellness” topics. He has been a supporter and associate member of numerous professional clinical and non-clinical organizations. Currently he is employed as an orthopedic PA at HMC.
The viewpoint expressed in this article is the opinion of the author and is not necessarily the viewpoint of the owners or employees at Healthcare Staffing Innovations, LLC.
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| Burned out PA in SC (South Carolina) |
on 19 Feb 2011 at 7:09 pm |
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| Sometimes a good-looking job on the surface turns sour because the MD treats the NP/PA as a subordinate not an equal provider. Also, I can attest to the lack of work-balance when the MD dumps her/his patients onto the NP/PA already loaded with a full schedule. Stay for 6 months but be looking elsewhere. |
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| Marcos A. Vargas, MSHA,PA-C (Flushing) |
on 13 Feb 2011 at 12:57 pm |
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Thanks for the positive remarks. I do agree with Mr. A. Ribo, PA-C in regard to the usage or reference of NPs/PAs as "midlevels". I truly believe is a pet peeve of many of us--including myself.
I used the term in this biref article only for the sole purpose of variety and minimize the constant repetition of "NPs/PAs throughout the article.
Again point well-taken.
Marcos A. Vargas, MSHA,PA-C |
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| Anonymous |
on 09 Feb 2011 at 3:28 pm |
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| Excellent article Marcos! Right to the point! |
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| Angel Ribo PA-C, MPAS (Longview, TX) |
on 09 Feb 2011 at 11:04 am |
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| Great points Marcos!! Just one suggestion...can we can the "Midlevel" term? As long as we allow this perception to continue we will be viewed as "half" or "not quite" a provider. Personally I know I provide the same level of volume and quality as any other provider in my field and many other PAs and NPs do also. Just a personal soap box that is a little disconcerting. Thanks for the suggestions |
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